Your Exit day at your Office
Everyday is someone’s exit day in office…here… there…anywhere…everywhere…
This is a day which I believe comes in everyone’s tenure in an organization; the reasons may be different for every individual. Apart from the other formalities; exit meeting is essential for an employee and employer both in their own respective way.
This is an important task for the HR Manager to have a clear discussion with the employee on his/her last working day in the organization. Mostly, these interviews are conducted after a mundane task of filling up a form with 100s of questions about the reason for exit and a standard question about the areas of improvement for the company.
There are certain dos and don’ts to consider before you sit for this meeting:
Do not allow your emotions to come in between you and the company; this meeting could be a learning experience for you and the managers. Firstly, ask him to explain in his own words why he is leaving the company.
Gently dig deeper. Is there anything you or the company could have done to prevent the person from deciding to pursue another job? Find out what you could have done, in as much detail as possible. Write it all down for later reflection and discussion with HR and management.
Evaluate about what did the individual like best about the company and his job. Write down the suggestions for improvement from their side which you feel would be most valuable for the Company’s growth. Keep an accurate written record of the comments as well as an assessment of their mindset.
• Are the signs visible of veiled anger?
• Is he sad to leave the Company?
• Did he have good long-lasting relationships on the job?
Talk about perks, benefits and policy issues; in both new and present organization. Out of all which of these he was most happy with and which he was not and why.
In every point try to be as detailed as possible in documenting what transpired during the meeting.
Ask the employee what he would change about the company if he was the owner?
Ask him what he thinks are the strong points of the company from an employee's perspective.
Ask him if he would recommend to other applicants that they apply for work at the company if the opportunity came to future? Why or why not?
Ask the employee if there is anything he would like to say to you as a representative of company management. At this point, some will express gratitude and some may show negative feelings.
The nature of exit interviews is to ask similar questions to all applicants and look for different responses from everyone.
Try to keep the same general outline for all exit interviews.
After ten or more have been conducted and documented, a member of management should review all of these to assess common denominators.
As part of the interview questionnaire, it may be valuable to note specific details about the employee and their record with the company. In particular, note if the person was a problem employee or troublemaker, or, if the individual was a star performer, this should also be stated for future edification.
Exit interviews should always be considered as an eye-opener for organizations; if these are taken in positive manner and understood well.
During these interviews; it is expected from the employee to play a role of being critical in every best manner they could. Later who knows whether the points raised in the exit interviews are shared with the management or are those taken seriously and acted upon? Is the Management so open to accept criticizes voiced by the employee?
I myself have been a part of few exit interviews and know that the definition of exit interviews in books and in real life is opposite. Where the theory says that the employee should open his/her heart in full and discuss openly with the HR and Management; on the contrary some learned people say that be diplomatic in sharing your views on the EXIT DAY.
Even if you have close relationships with the HR; during the interview he is sitting on the seat of HR and genuinely playing an authentic role of HR and thinking what’s best for the Company.
In nutshell, one should always PLAY SAFE….then may be it’s your Exit Interview of Entry Interview…or another Regular day…
Reference:
http://www.ehow.com
This is a day which I believe comes in everyone’s tenure in an organization; the reasons may be different for every individual. Apart from the other formalities; exit meeting is essential for an employee and employer both in their own respective way.
This is an important task for the HR Manager to have a clear discussion with the employee on his/her last working day in the organization. Mostly, these interviews are conducted after a mundane task of filling up a form with 100s of questions about the reason for exit and a standard question about the areas of improvement for the company.
There are certain dos and don’ts to consider before you sit for this meeting:
Do not allow your emotions to come in between you and the company; this meeting could be a learning experience for you and the managers. Firstly, ask him to explain in his own words why he is leaving the company.
Gently dig deeper. Is there anything you or the company could have done to prevent the person from deciding to pursue another job? Find out what you could have done, in as much detail as possible. Write it all down for later reflection and discussion with HR and management.
Evaluate about what did the individual like best about the company and his job. Write down the suggestions for improvement from their side which you feel would be most valuable for the Company’s growth. Keep an accurate written record of the comments as well as an assessment of their mindset.
• Are the signs visible of veiled anger?
• Is he sad to leave the Company?
• Did he have good long-lasting relationships on the job?
Talk about perks, benefits and policy issues; in both new and present organization. Out of all which of these he was most happy with and which he was not and why.
In every point try to be as detailed as possible in documenting what transpired during the meeting.
Ask the employee what he would change about the company if he was the owner?
Ask him what he thinks are the strong points of the company from an employee's perspective.
Ask him if he would recommend to other applicants that they apply for work at the company if the opportunity came to future? Why or why not?
Ask the employee if there is anything he would like to say to you as a representative of company management. At this point, some will express gratitude and some may show negative feelings.
The nature of exit interviews is to ask similar questions to all applicants and look for different responses from everyone.
Try to keep the same general outline for all exit interviews.
After ten or more have been conducted and documented, a member of management should review all of these to assess common denominators.
As part of the interview questionnaire, it may be valuable to note specific details about the employee and their record with the company. In particular, note if the person was a problem employee or troublemaker, or, if the individual was a star performer, this should also be stated for future edification.
Exit interviews should always be considered as an eye-opener for organizations; if these are taken in positive manner and understood well.
During these interviews; it is expected from the employee to play a role of being critical in every best manner they could. Later who knows whether the points raised in the exit interviews are shared with the management or are those taken seriously and acted upon? Is the Management so open to accept criticizes voiced by the employee?
I myself have been a part of few exit interviews and know that the definition of exit interviews in books and in real life is opposite. Where the theory says that the employee should open his/her heart in full and discuss openly with the HR and Management; on the contrary some learned people say that be diplomatic in sharing your views on the EXIT DAY.
Even if you have close relationships with the HR; during the interview he is sitting on the seat of HR and genuinely playing an authentic role of HR and thinking what’s best for the Company.
In nutshell, one should always PLAY SAFE….then may be it’s your Exit Interview of Entry Interview…or another Regular day…
Reference:
http://www.ehow.com
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